Placement Consultants in Bangalore | Forum

In Jan 1984 Apple shipped crappy product. It had only 128 K
of RAM, no hard disk, no modem, no slots, no color display, no letter quality
printer, no documentation, no installed customer base and no development tools.

Apple could have waited until Macintosh was 'perfect'.
However, waiting would have added a year of delay and probably would have
killed Macintosh because the team was already burned out, the software
developers who were creating applications would have lost confidence that
Macintosh would ever ship and who knew how the computer market would have
changes in a year's time.

But you've got to ship that imperfect product - not because you want to (or think you can) get away with it, but
because it is the right thing to do.

Revolutionary products don't fail because they are shipped
too early. They fail because they aren't revised fast enough.

This holds true for hiring as well. Build your processes and
culture so strong that either even the worst hire becomes useful quickly or the
worst hire leave on his own. Of course the message here is not that you should
hire just anybody, the message is don't wait for the perfect fit. At Bangalore
Secretary Service we have seen so many start-ups loosing a lot of time
trying to get the rock-star they hope for that they end delaying their
milestones indefinitely, which poses a greater risk to their survival.

I sincerely wish this was true! Currently it is just a dream
!!! Sorry to disappoint you guys...

But honestly, it is beyond anybody's sane thinking about how
on earth most people these days just don't land up for interviews; after
confirming at least twice? It is getting beyond reasoning and plain human
tolerance!

Why don't these candidates, who almost beg for jobs when
they need one, apply randomly to any apply button they get their hands on
(almost as if, if they don't get a call for job interview, they and their
entire family will go food-less for the next 24 months)!

How shameless can these people get when they happily say yes
when asked about their interest and how smoothly they confirm their presence
for the interview, only to be disappointed yet again when they suddenly decide
to meet their beaus instead or attend to ailing (till now hail & hearty)
grandmother? Little do these candidates care about the state of humiliation,
ridicule and pain the recruiters go through in front of their Hiring Managers,
who by the way in spite of knowing the situation, come down like a pile of
rocks on these (us) recruiters.

I think, all the companies in India (it happens only in
India), need to lobby with our Legal System to make No-show to interviews
(without a reason) to be punishable under a certain IPC code (421; a notch
higher than 420 (for fraud))!

From our study (without any prejudice to the matter),
highest No-Shows have been seen in the regions of Delhi, Gurgaon, Noida
followed by Chennai, Hyderabad and Pune. Candidates from Mumbai and Bangalore
seem to have basic courtesy to call much in advance and notify of their
non-availability (last minute nonetheless)!

I hope as our population demographic becomes more and more
younger in the next few years, it will suddenly become an Employers market and
maybe then, black-listing candidates who do not show-up for interviews will become practical.

Till then lets keep getting punished for somebody else'
crime! :)

These are purely our views.

From our experience, these are really the reasons of not
turning up for interviews, causing such a productivity waste of the Employers!

1. "Not in the Mood" - Don't want to dress-up and
travel. We would give over 70% score to this reason.

Potential Solution: Offer pick-up and drop-off cab service.
It may cost you Rs.800 average, but it is worth it. Beware however, your
accounting dept. needs to be convinced of the ROI. Unfortunately they are only
mandated to save expenses.

2. "Not Really looking for a Job Change" - Wants
to explore if by chance there is a 100 or 200% compensation increase
possibility

Potential Solution: Spend a lot of time asking why the
candidate wants to change the current job. Probe a lot around it. Many
candidates break-down here and unintentionally reveal their true motive.

3. "Cannot say "No" - General upbringing and
systemic problem

Potential Solution: None found yet!

Came across this great article by a UX Designer on how to
hire Designers for your Start up. It was awesome and fully resonated with Bangalore
Secretary Services Thoughts and
thinking.

There are two key scenarios when a start-up Founder makes
this huge hiring mistake and trust me we know it because we only do start up
hiring:

The Founder gives us a salary budget, which is typically
half of what the market is demanding (thinking the 'right' candidate will join
him for love of the experience and dream of becoming an overnight Instagram or
WhatsApp phenomenon)

The Founder expects to hire a multi-talented, multi-skilled,
mulch-tasker just in case the startup had to 'pivot' its business model some
day or save on additional headcount, should there be a need to survive

20% of the Founders end up not hiring from us; because they
never find the perfect one for the budget they have in mind, about 50% do end
up hiring because of paucity of time and return back to us after about 2 months
stating that it didn't work out. The 30% that remain is what makes us writes
such articles and run our business
Bangalore Secretary Services successfully.

Here's what they do:

Whats your Budget Founder? we ask..

Founder:

First we would like to explain to you what we intend to
achieve from a business stand-point. We will then tell you what skills are
generally needed to achieve the vision we have in mind. Then I will let you
guys recommend the right candidates. Let us thus do a true salary discovery in
the process. Because we certainly want to ensure that person joining us is
happy about the work we would give and happy for the money he/she will get that
compensates fairly for the impact he/she would bring.

What skills, what experience? we ask.

Founder:

Honestly, we are looking for intrinsic skills, skills that
are inherent in the form of aptitude and keen interest. For example, if we were
to hire a PhP programmer, we would prefer someone who would have participated
or would have wanted to participate in a hack-a-thon rather than having years
of core PHP experience. Someone who may not have done what we want, but knows
of open source libraries of PhP that can be readily used in the code, not
because they are free, but because they are optimized piece of code written by
geniuses. You get my drift?

So to conclude, don't settle for less and certainly don't
let salary budget or experience stall you from hiring the right candidate!